Understanding the role of meaningfulness of work: a moderated-mediation model of bullying during work from home

IF 3.3 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR Personnel Review Pub Date : 2023-12-06 DOI:10.1108/pr-02-2023-0121

Sudhanshu Maheshwari, Ashneet Kaur, Arup Varma

{"title":"Understanding the role of meaningfulness of work: a moderated-mediation model of bullying during work from home","authors":"Sudhanshu Maheshwari, Ashneet Kaur, Arup Varma","doi":"10.1108/pr-02-2023-0121","DOIUrl":null,"url":null,"abstract":"<h3>Purpose</h3>\n<p>Drawing on conservation of resource (COR) theory, the authors investigated relationships between bullying during work from home, turnover intention and meaningfulness of work among home-based teleworkers.</p>\n<h3>Design/methodology/approach</h3>\n<p>The authors used three-wave data from 212 home-based teleworkers to investigate the authors' hypotheses.</p>\n<h3>Findings</h3>\n<p>Findings reveal that bullying during home-based teleworking exacerbates teleworkers' emotional exhaustion and intention to quit. Further, the authors also found that the interrelationship between bullying during work from home and the intention to leave was positively moderated by the meaningfulness of work.</p>\n<h3>Originality/value</h3>\n<p>The authors' research helps understand how bullying stimulates teleworkers' turnover intention. Further, the authors find a counterintuitive impact of the meaningfulness of work on the relationship between bullying during work and turnover intention. The findings will help managers better manage home-based teleworkers.</p>","PeriodicalId":48148,"journal":{"name":"Personnel Review","volume":"19 1","pages":""},"PeriodicalIF":3.3000,"publicationDate":"2023-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Personnel Review","FirstCategoryId":"91","ListUrlMain":"https://doi.org/10.1108/pr-02-2023-0121","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"INDUSTRIAL RELATIONS & LABOR","Score":null,"Total":0}

引用次数: 0

Abstract

Purpose

Drawing on conservation of resource (COR) theory, the authors investigated relationships between bullying during work from home, turnover intention and meaningfulness of work among home-based teleworkers.

Design/methodology/approach

The authors used three-wave data from 212 home-based teleworkers to investigate the authors' hypotheses.

Findings

Findings reveal that bullying during home-based teleworking exacerbates teleworkers' emotional exhaustion and intention to quit. Further, the authors also found that the interrelationship between bullying during work from home and the intention to leave was positively moderated by the meaningfulness of work.

Originality/value

The authors' research helps understand how bullying stimulates teleworkers' turnover intention. Further, the authors find a counterintuitive impact of the meaningfulness of work on the relationship between bullying during work and turnover intention. The findings will help managers better manage home-based teleworkers.

查看原文

微信好友朋友圈 QQ好友复制链接

本刊更多论文

理解工作意义的作用:在家工作中的欺凌行为的调节-中介模型

目的利用资源守恒理论，研究在家办公的远程工作者的欺凌行为、离职倾向和工作意义之间的关系。设计/方法/方法作者使用了来自212名在家办公的远程工作者的三波数据来调查作者的假设。研究结果显示，在家远程办公期间的欺凌行为加剧了远程工作者的情绪疲惫和辞职意愿。此外，作者还发现，在家工作期间的欺凌行为与离职意愿之间的相互关系受到工作意义的积极调节。作者的研究有助于理解欺凌如何激发远程工作者的离职倾向。此外，作者发现工作意义对工作欺凌与离职倾向之间的关系有反直觉的影响。研究结果将有助于管理者更好地管理在家办公的远程工作者。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文去求助

来源期刊

Personnel Review Multiple-

CiteScore

7.10

自引率

7.70%

发文量

133

期刊介绍： Personnel Review (PR) publishes rigorous, well written articles from a range of theoretical and methodological traditions. We value articles that have high originality and that engage with contemporary challenges to human resource management theory, policy and practice development. Research that highlights innovation and emerging issues in the field, and the medium- to long-term impact of HRM policy and practice, is especially welcome.